VIRTUAL CERTIFICATE IN ESSENTIALS OF HUMAN RESOURCE MANAGEMENT SEMINAR
The Virtual Certificate in Essentials of Human Resource Management Seminar is conducted live in an instructor-led, virtual environment. Attendees participate in two, two-hour sessions per week until the program is completed. Each registered participant will have access to extensive materials and real-world case studies, online discussion boards with direct access to faculty members and recorded sessions for a full year after completion of the program.
This seminar provides comprehensive and practical coverage of the most important aspects of human resource work. The objective of the program is to help participants who are new to the human resources field immediately become more effective on the job, while helping them prepare for greater responsibilities.
Participants learn the essentials of employment law, compensation program design and planning, key training techniques to develop a performance based evaluation program, HR decision metrics, and HR strategies.
Full Program – June 9 – August 13, 2020 at 1 PM – 3 PM EST (Tuesdays & Thursdays)
Block 1 – June 9 – July 2, 2020 at 1 PM – 3 PM EST (Tuesdays & Thursdays)
Block 2 – July 14 – August 13, 2020 at 1 PM – 3 PM EST (Tuesdays & Thursdays)
Important note – While participants are asked to participate in all live sessions, we realize that may not always be possible. For this reason, all sessions will be available on an on-demand basis within 24 hours if you miss a live presentation. You will only be allowed to miss one, two-hour session to receive your certificate.
Full Program – 31.5 PDCs for SHRM and 31.5 hours of credit for HRCI
Block 1 – 14 PDCs for SHRM and 14 hours of credit for HRCI
Block 2 – 17.5 PDCs for SHRM and 17.5 hours of credit for HRCI
*This program can earn participants CLE credit. Please call or email if would like more information.
HOW TO REGISTER
Online (credit card or bill your employer)
Phone: (949) 344-2333
This seminar is divided into two separate “blocks.” You can choose to attend a single block or both. To earn the Certificate in Essentials of Human Resource Management, you must complete both blocks within a two year period.
9-Week Full Certificate Program
Cost: $2,375 (includes both blocks)
4-Week Legal Aspects of Human Resource Management (Block 1)
5-Week Human Resource Management (Block 2)
SHRM has pre-approved this seminar for Professional Development Credits (PDCs) toward SHRM-CP℠ or SHRM-SCP℠ Certifications.
IAML is a recognized provider of recertification credits. HR Certification Institute® has pre-approved these programs towards aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification.
IAML certifies that this activity conforms to the standards for approved education activities prescribed by the minimum continuing legal education rules and regulations for many states.
Block I covers all the laws that apply in the workplace, from the hiring process to termination and everything in between. Topics include all federal discrimination laws, accommodation obligations, labor standards laws including FMLA and FLSA, drug and alcohol policy and testing issues and privacy issues. The emphasis in Block I is on recognizing, assessing and managing legal risks with employees.
Block 1 Agenda - Legal Aspects of HR Management (4 Weeks)
Employment Discrimination Law
- Title VII of the 1964 Civil Rights Act (discrimination and retaliation)
- The Age Discrimination in Employment Act
- The Americans with Disabilities Act (including reasonable accommodation and undue hardship)
- The 1991 Civil Rights Act
- The Equal Pay Act
- Executive Order 11246/Affirmative Action
- The Rehabilitation Act
- State discrimination laws
Kinds of Discrimination
- Disparate treatment
- Disparate impact
- Harassment (including sexual harassment)
How Discrimination is Proven
- Direct evidence (“smoking guns”)
- Circumstantial evidence
- Statistical/numerical evidence
Specific Laws/Rules Regarding Employment Termination
- “Employment at-will”
- Public policy discharge
- Implied contracts
- Whistle-blower laws
Labor Standards Laws
- Fair Labor Standard Act (wage-hour, overtime, child labor)
- Occupational Safety & Health Act
- Family & Medical Leave Act
Labor Law – The National Labor Relations Act
- Worker’s Compensation
Potential Personal/Individual Liability of the Manager/Supervisor
Safety and Security Issues in Today’s Workplace
Employee Selection: Hiring and Interviewing Employees
- How to avoid costly hiring mistakes
- What to look for
- What not to ask
- Negligent hiring
- Objective vs. subjective criteria
- Workplace diversity issues
- Employee orientation
- Drug testing/medical evaluations
Managing, Training and Supervising Employees
- What is/is not “harassment” on the job
- The importance of good communication
- Negligent retention/supervision
- Job assignments/onerous work/overtime
- Employee safety
- Job accommodation/pregnancy/family-medical leaves
- Employee privacy/electronic monitoring
- Drug and alcohol policies/practice
- Investigating/reporting employee complaints
- The supervisor or manager who keeps notes, a diary, or a notebook about his/her employees
- Importance of the evaluation in litigation/employee relations
- The biggest obstacles to honest, accurate evaluations
- How to correct performance/conduct problems
- The self-appraisal as an important management tool
- How to say what you mean on an evaluation
Employee Discharge and Discipline
- A detailed checklist for supervisors and managers to reduce the likelihood of “wrongful discharge” and/or claims of discrimination
- Unemployment claims
- Requests for a job reference/defamation risks
In block 2, through a Strategic Planning Case Study, participants will learn to assist in the development of their own organization’s Strategic Human Resources Plan through the use of systematic processes and HR metrics. In addition, Block 2 will cover staffing and retention, talent management, performance management, development, compensation and benefits, risk management and worker protection.
Block 2 Agenda - Human Resource Management (5 Weeks)
Through a Strategic Planning Case Study, participants will learn to assist in the development of their own organization’s Strategic Human Resources Plan through the use of systematic processes and HR metrics.
Strategic HR Management — is concerned with maintaining organizational competitiveness by achieving HR effectiveness through the use of HR measurement and HR technology. Through HR planning, managers must anticipate the future supply and demand for employees. An additional strategic HR concern is employee retention. Learn about what the HR Strategic Role entails and how to leverage them at your organization. We will review HR roles, competencies, and current challenges such as: The globalization of business; economic and technological changes; occupational shifts; workforce availability and demographics; and organizational costs. Learn the value of HR Effectiveness and Financial Performance by determining the ROI of all resources and expenditures. Learn about the HR scorecard, measurement and benchmarks and how to show value to your organization.
Staffing and Retention — emphasizes the need to provide an adequate supply of qualified individuals to fill the jobs in an organization. Job analysis serves as the foundation for achieving this goal. Learn how to choose the proper job analysis strategy and the difference between job task analysis and competency based job analysis:
- Learn what the steps of the job analysis process are.
- Learn to develop proper job descriptions.
- Understand that recruiting applicants and selection are required to procure a workforce.
- Learn about the employee psychological contract; job satisfaction; individual performance factors; motivation strategies; retention interventions; and cost of employee turnover.
- What is employment branding and how your organization should do it.
- What are the internal and external recruiting sources you should tap?
- How do you properly select and place candidates?
- What is the selection process and should you test?
Talent Management, Performance Management and Development — encompasses:
- Orientation of new employees
- HR development of all employees and managers to meet future challenges
- Career planning
- Performance management which focuses on how employees perform their jobs
- Succession planning
- Workforce realignment
- Mergers and acquisitions
- Types of training deliveries, assessments, and learning styles
- Training metrics
- ROI analysis
- Effective Performance Management Systems should do the following:
- Clarify what the organization expects
- Provide performance information to employees
- Identify areas of success and needed development
- Document performance for personnel records
- Learn about the different types of performance appraisals and how to maximize them for your company
Compensation and Benefits — compensation in the form of pay, incentives, and benefits rewards people for performing organizational work. Employers must develop and refine compensation systems and may use variable pay programs. Because so many organizational funds are spent on total reward systems for employees, a number of important decisions must be made to achieve the following objectives:
- Legal compliance with all appropriate laws and regulations
- Cost effectiveness for the organization
- Internal, external and individual equity for employees
- Performance enhancement for the organization
- Performance recognition and talent management for employees
Learn how to:
- Job price
- Make market comparisons
- Pros and cons of job evaluations
- Different pay structures
- Compliance issues that should be evaluated.
- Consider compensation trends, projections and strategies
- Learn the Benefits Strategy, design and measurement for your organization
- Learn about the different types of benefits such as government mandated, voluntary, security, retirement and health benefits.
Risk Management and Worker Protection — for decades, employers have been required to meet legal requirements and be responsive to concerns for workplace health and safety. In addition, workplace security has grown in importance along with disaster and recovery planning. Learn the nature of Health, Safety and Security. Learn the legal compliance organizations must adhere to such as OSHA, PPE, Blood-borne Pathogens, Ergonomics and Workplace Air Quality.
IAML’s faculty is a veritable “who’s who” of leading attorneys and consultants with excellent academic credentials and extensive real world experience. Each member has enjoyed high ratings for their presentation skills and is an industry thought leader who inspires and shares our focus of ensuring the highest quality training programs available.
Gregg Jay Tucek, Esq.
Attorney & Vice President at Bashas’, Inc.
“This was a great program! One of the most useful programs I have attended in a long time. Instructors were awesome!”Dean Goodwin
“Di Ann Sanchez was truly inspiring. She gave me the energy that I needed to continue in the field of HR. I would recommend her session to entry level HR professionals as well as a refresher for seasoned professionals.”Patrice Terrell
“The seminar was very good. It covered a lot of pertinent information. I felt I learned quite a bit that will have an immediate impact on my job.”Bobbi Britton
“The facilitators were excellent! I will be able to use key learning tools from the seminar immediately within my organization. Thank you again for another awesome course!”Michi Eaton
YOUR SATISFACTION IS GUARANTEED
IAML is confident you are going to find this program to be highly beneficial and a fantastic use of your training budget. If, for any reason, you are not completely satisfied, we will refund your tuition costs.